Podcasts about brave new work

Sara Caldwell: Human-Centric and Transformational Leadership for Agile Teams Read the full Show Notes and search through the world's largest audio library on Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Sara shares her experience with a healthcare project aimed at digitizing care workers' documentation processes. Despite innovative technical solutions, the team overlooked user empathy, leading to adoption challenges. Engineers who shadowed care workers discovered crucial insights that transformed their approach. Sara reflects on the importance of direct user engagement and how to prevent anti-patterns, like distancing engineers from end-users, in product development. Featured Book of the Week: Brave New Work by Aaron Dignan This transformative book emphasizes the need for organizations to be person-centric and complexity-conscious. Sara shares how Brave New Work inspired her to rethink operating systems for teams. Along with Leadership is Language by David Marquet and Radical Candor by Kim Scott, she discusses actionable lessons to improve leadership and team dynamics. These books provide a blend of theory and practical strategies to create empowered, high-performing teams. [The Scrum Master Toolbox Podcast Recommends]

Rebroadcast note: We're hard at work recording a brand new miniseries for January, so this week we're resharing one this episode from our Future of HR miniseries. As we've worked with companies over the last year to reimagine their HR departments, we've seen this episode's ideas and lessons about evolving the HRBP even more important in practice. So take a listen with some fresh ears, and we'll see in two weeks with a brand new episode. The role of HR Business Partner is often a tale of two experiences. On the one hand, HRBPs are some of the most empathetic and passionate people you'll ever meet. On the other hand, they're stuck on the hamster wheel of busywork, bouncing from crisis to crisis without the authority to prioritize their energy—and without the respect from leadership to make a real difference. Look up “burnout” in the dictionary and odds are you'll find a picture of an HRBP. In this miniseries, Brave New Work's Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can become more resilient, efficient, and equitable. Today on episode 5, they explore how this critical role took a hard left turn from it's intended purpose, what its future-of-work glow-up (hello, HR Business Coach) could look like, and how HR Business Coaches + Mission-Based Teaming = unlimited potential. References mentioned: Mister Rogers' Neighborhood Episode 1481 "Talks about Competition" (1981). "How People Make Crayons" begins at 05:20. American Gladiators Dave Ulrich, of the Ulrich HR model -------------- Learn more about The Future of HR at our website. Curious where your company sits on our 5-stage maturity model? Take our assessment and find out! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com. Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com.

Is it time to advance the practice of service design? Ben Reason and Patrick Quattlebaum think so. They're veteran service designers and co-authors of a pair of Rosenfeld books—Service Design: From Insight to Implementation and Orchestrating Experiences respectively. Ben, founder of LiveWork Studio, and Patrick, who founded Harmonic Design in Atlanta, join Lou to talk about launching a new Rosenfeld conference—Advancing Service Design—designed to highlight the service design's potential for a new generation. They see opportunities for service design to go deeper—by integrating with and strengthening existing practices, like product management and agile, and broader—by better connecting systems that span multiple organizations (think healthcare). Working with the Rosenfeld team, they're creating a conference program that you can be a part of—they describe the kinds of presentation proposals they're looking for from prospective speakers. Patrick and Ben hope you'll join them in advancing service design; the conference will take place virtually December 3-4. What You'll Learn from this Episode: - The real meaning of service design - How service design is evolving - Some crucial differences between work in the North America and Europe - Why communication between organizations is so important - How the upcoming conference will inspire and support you - How to contribute and become part of the upcoming case studies - How the panel discussions at the December conference will be different Quick Reference Guide: 0:15 - Introduction to Ben and Patrick 1:50 - Being change agents to take Service Design to the next level 5:03 - Announcing a new conference: Advancing Service Design– Looking at Service Design Through Different Lenses 6:05 - Perspectives on different sides of the Atlantic 11:30 - Why service design exists in the first place 12:38 - More about the upcoming December virtual conference 17:40 - Call for proposals for the case studies and what they are looking for 19:00 - Ben's ideas for the conference: The next iteration of service design going from within an organization to between multiple organizations 21:09 - Patrick's ideas for the conference: Getting the people who want to transform things to communicate and the complexity of partnering together 23:05 - Bringing success from the inside 24:45 - Commercial break 27:10 - Personal story from Patrick about communication highlighting the broader concept of the case studies for the conference 32:30 - Personal story from Ben about connection across systems 37:16 - A different type of panel discussion to be at the conference 40:15 - Gifts for listeners Resources and Links from Today's Episode: Apply to speak at ASD2024 https://rosenfeldmedia.com/apply-to-speak-at-advancing-service-design-a-new-conference-from-rosenfeld/ LiveWork Studio https://liveworkstudio.com/ Harmonic Design https://thisisharmonic.com/ Service Design: Form Insight to Innovation by Andy Polaine, Ben Reason & Lavrans Løvlie https://rosenfeldmedia.com/books/service-design/ Orchestrating Experiences: Collaborative Design for Complexity by Chris Risdon and Patrick Quattlebaum https://rosenfeldmedia.com/books/orchestrating-experiences/ Movie: Clueless https://www.imdb.com/title/tt0112697/ The Ready https://www.theready.com/ Brave New Work by Aaron Dignan https://www.bravenewwork.com/

Hi there and welcome back to another edition of ScaleUp Radio, the podcast inspired by the Entrepreneurial ScaleUp System and designed to make navigating our ScaleUp journeys that little bit easier by learning from others' experiences. I'm Kevin Brent and In today's episode, we're joined by Zahra Jawad, the CEO of Creasallis, a pioneering biotech startup. Zahra shares her journey of developing innovative antibody solutions to enhance cancer treatments. With over 18 years of experience in drug development, she sheds light on the lengthy and costly process of bringing a drug to market, the importance of negotiation skills, and the critical role of building a skilled team. Make sure you don't miss any future episodes by subscribing to ScaleUp Radio wherever you like to listen to your podcasts. Keep listening to learn about Creasallis' groundbreaking work in antibody engineering and Zahra's inspiring entrepreneurial path. Let's dive in! Scaling up your business isn't easy, and can be a little daunting. Let ScaleUp Radio make it a little easier for you. With guests who have been where you are now, and can offer their thoughts and advice on several aspects of business. ScaleUp Radio is the business podcast you've been waiting for. If you would like to be a guest on ScaleUp Radio, please click here: https://bizsmarts.co.uk/scaleupradio/kevin   You can get in touch with Kevin here: kevin@biz-smart.co.uk   Kevin's Latest Book Is Available! Drawing on BizSmart's own research and experiences of working with hundreds of owner-managers, Kevin Brent explores the key reasons why most organisations do not scale and how the challenges change as they reach different milestones on the ScaleUp Journey. He then details a practical step by step guide to successfully navigate between the milestones in the form of ESUS - a proven system for entrepreneurs to scale up. More on the Book HERE - https://www.esusgroup.co.uk/   Zahra can be found here: https://creasallis.com/ https://www.linkedin.com/in/zahra-jawad-724a2716/ https://www.linkedin.com/company/creasallis/   Resources: Crucial Conversations - https://uk.bookshop.org/p/books/crucial-conversations-tools-for-talking-when-stakes-are-high-third-edition-joseph-grenny/6198176?ean=9781260474183 Brave New Work - https://uk.bookshop.org/p/books/brave-new-work-are-you-ready-to-reinvent-your-organization-aaron-dignan/1840358?ean=9780241998731 Feedly - https://feedly.com/ LinkedIn - https://www.linkedin.com/nhome/

When overseeing a startup, a CEO needs a well-functioning organizational design. This helps evaluate the performance of the team, make sure functions are coordinating and executing efficiently, and communicate and set objectives. In this conversation, bestselling author of Brave New Work, Aaron Dignan, talks with Levels CEO, Sam Corcos. Look for multiple new shows per week on A Whole New Level, where we have in-depth conversations about metabolic health and how the Levels startup team builds a wellness movement from the ground up in the health and wellness tech industry. Get Your Free Ultimate Guide to Glucose: ⁠⁠⁠⁠⁠⁠⁠⁠https://levels.link/itc⁠⁠⁠⁠⁠⁠⁠⁠ Levels helps you see how food affects your health, empowering you with the tools needed to achieve health goals and improve healthspan. Levels Members gain access to the Levels app and continuous glucose monitors (CGMs), providing real-time feedback on how diet and lifestyle choices impact your metabolic health. Look for new shows every month on Levels - Inside the Company, where we have in-depth conversations about how the Levels startup team builds a movement from the ground up in the health and wellness tech industry.

“Ask Us Anything” episodes were a Brave New Work tradition, and we knew they were going to live on in this next new chapter of the show. What we didn't know was how much harder the questions would be this time around! Turns out, after nearly 200 shows our audience is pretty sharp and asking some very specific questions. On today's episode of At Work With The Ready, Rodney Evans and Sam Spurlin look at what arrived in our inbox and tackle our listeners thorniest questions…and even tease a little something coming on the horizon. Sign up to become the first to hear when the thing Rodney teased in this episode is live! Check out the extended live video version of this episode on our Youtube channel or shoot us a message if you'd like a transcript. Questions answered in this episode: How do you give critical feedback without being seen as a threat? Any thoughts on orgs moving to eliminate excessive layers of management? What's a workplace project you thought would be easy but turned out to be hard, and vice versa? What's a starting point for orgs that want to work with someone like The Ready? Can you have an episode about the disconnect between senior leadership and where the work happens? Mentioned references: "high and low umbrella" "org debt" "how might we?" Chesterton's Fence Bayer's elimination of managers Humanocracy: BNW Ep. 47 with Michele Zanini Haier's elimination of managers The Ready's OS Canvas Liberating Structures: BNW Ep. 49 with Keith McCandless "anti-pattern" We're on LinkedIn! Follow Rodney, Sam and The Ready for more org design nerdery and join the conversation around episodes after they air. Looking for some help with your own transformation? Visit theready.com Want future of work insights and experiments you can try delivered to your inbox? Sign up for our newsletter. We want to hear from you. Send your thoughts and feedback to podcast@theready.com. Read the book that started it all at bravenewwork.com.

Whether it's in front of clients or in front of a mic, we talk about change all day long. Having fewer, better meetings; learning to productively disagree; overhauling and evolving the HR function; exploring four-day work weeks—the podcast has covered miles and miles of transformational ground in 4 years. However we don't often talk about how we've changed. And after six seasons and 162 episodes, how could we not be different? We used the show's hiatus to reflect on where we've been and where we want to go—and we reached some bittersweet conclusions. But if we resisted change and all the learning and joy that can come with it, we wouldn't be The Ready. In this very special episode, Aaron Dignan, Rodney Evans and Sam Spurlin talk about Brave New Work's origin story, what they've learned making all these episodes (it was 162, right?), and what the show's future may hold. Trust us, you won't want to miss it. This episode was recorded with video, so you can see our smiling faces on The Ready's Youtube channel. Mentioned references: Imoyoshi, home of the purple sweet potato soft serve Ira Glass The Ready's Spotify Wrapped LinkedIn post "Pop up and do less" scene from Forgetting Sarah Marshall Supermanage, from Murmur Labs The File Drawer Fields of Work The Future of HR miniseries ------------------ Looking for some help with your own transformation? Visit theready.com We want to hear from you. Send your thoughts and feedback to podcast@theready.com Our book is available now at bravenewwork.com

Welcome to foHRsight – a podcast about making work better brought to you by future foHRward.In this week's episode, Naomi Titleman has the privilege to nerd out with co-host of podcast Brave New Work and partner at The Ready Rodney Evans.You can learn more about her work here:https://www.bravenewwork.com/podcasthttps://www.theready.com/Rodney shares some background to the podcast and explains why she enjoys working at The Ready so much – an organization that uses a self-managing system.They talk about the future of HR and the important role HR plays in supporting organizations. This means evolving beyond the (now traditional) Ulrich model and finding an approach that is much more adaptive to a set of changing circumstances to get to the depth of the problem that needs to be solved. This includes both how teams are structured with cross-functional teams, using systems and design thinking techniques (that involve end users) and using experiments and pilots.It also involves HR changing its view that it is a service function and learning to “say no to get behind the bigger yes.”Quick reminderDon't forget to sign up for our weekly newsletter foHRsight at www.futurefoHRward.com/foHRsight.Follow us on LinkedIn:Mark - www.linkedin.com/in/markedgarhr/Naomi - www.linkedin.com/in/naomititlemancolla/future foHRward - www.linkedin.com/company/future-fohrward/And on Instagram - www.instagram.com/futurefohrward/foHRsight+ is a private digitally-powered community for forward thinking senior HR leaders committed to making work better. Sign up here to join us at our virtual Open House on March 7th and here to express interest in the next cohort!Support the show

Welcome to foHRsight – a podcast about making work better brought to you by future foHRward.In this week's episode, Naomi Titleman has the privilege to nerd out with co-host of podcast Brave New Work and partner at The Ready Rodney Evans.You can learn more about her work here:https://www.bravenewwork.com/podcasthttps://www.theready.com/Rodney shares some background to the podcast and explains why she enjoys working at The Ready so much – an organization that uses a self-managing system.They talk about the future of HR and the important role HR plays in supporting organizations. This means evolving beyond the (now traditional) Ulrich model and finding an approach that is much more adaptive to a set of changing circumstances to get to the depth of the problem that needs to be solved. This includes both how teams are structured with cross-functional teams, using systems and design thinking techniques (that involve end users) and using experiments and pilots.It also involves HR changing its view that it is a service function and learning to “say no to get behind the bigger yes.”Quick reminderDon't forget to sign up for our weekly newsletter foHRsight at www.futurefoHRward.com/foHRsight.Follow us on LinkedIn:Mark - www.linkedin.com/in/markedgarhr/Naomi - www.linkedin.com/in/naomititlemancolla/future foHRward - www.linkedin.com/company/future-fohrward/And on Instagram - www.instagram.com/futurefohrward/foHRsight+ is a private digitally-powered community for forward thinking senior HR leaders committed to making work better. Sign up here to be part of the next cohort!Support the show

Facing post-pandemic culture challenges, Stacey McKinnon, COO and CMO of Morton Wealth, decided they had to find a "new way." Dedicated to creating fulfillment, driving firm growth and creating an unmatchable client experience, they decided to do just that. It's highly unconventional and it's working.Embracing the principles of "Brave New Work" her strategy cultivated a vibrant culture of active contributors rather than executors, sparking a remarkable growth. When we learned about her incredible achievements, inviting her to our podcast was a no-brainer. If you're looking to elevate your firm's management style, this episode is for YOU.Stacey's LinkedIn | https://www.linkedin.com/in/stacey-mckinnon-morton/Morton Wealth's LinkedIn | https://www.linkedin.com/company/mortonwealth/Morton Wealth's Website | https://www.mortonwealth.com/Subscribe to never miss an episode and connect with us on: Website | https://bit.ly/FiCommPartnersInstagram | https://bit.ly/FiCommInstagramLinkedIn |  https://bit.ly/FiCommLinkedInTwitter | https://bit.ly/FiCommTwitter

Spotted in the Podcast studio this week: Hebba Youssef and Rodney Evans chatting about the role of gossip in the workplace and how sometimes, it can actually be a good thing (IKR?).  Brave New Work podcast host and Partner at The Ready, Rodney Evans was heard talking up a storm about the unseen emotional labor of HR professionals in the workplace and breaking free from the codependent caretaker role they often take on.  I also heard a juicy rumor that HR might go the way of the dinosaurs. Out with a bang, amiright? My sources heard Rodney say, “It's an evolve-or-die situation for HR. If HR doesn't take the evolution game seriously, it's just going to become a non-function. It will ultimately be disbanded if it doesn't change into the thing that HR people know it should be.” Later, Rodney and Hebba were overheard discussing the pitfalls of performance management, the power of influencing and politicking, and the importance of having a clear vision and obtaining the necessary permissions to drive change.  But don't take it from me. Tune in to hear all the hot tea they spilled in the podcast for yourselves. Trust me, it's a game-changer.   XOXO -Gossip Girl   00:00:09 - The Cycle of Rescuing and Regret 00:01:12 - Exploring Workplace Cultures with Rodney Evans 00:01:46 - The Evolution of HR: Adapt or Perish 00:03:54 - The Unseen Emotional Labor of HR 00:07:43 - Breaking Free from Codependent HR Behavior 00:12:27 - The Role of Gossip in Establishing Rules 00:20:39 - The Impact of Influencing in the Workplace 00:28:17 - Transforming HR: Permission, Not Perfection 00:32:10 - Navigating the Challenges of HR Initiatives 00:39:32 - Creating Psychological Safety in Meetings 00:44:09 - The Evolution and Challenges of HR 00:45:59 - Connect with Rodney for HR Insights   And if you love HR Therapy, sign up to I Hate it Here, the newsletter for jaded, overworked, and emotionally burnt-out HR/People Operations professionals needing a little inspiration. https://workweek.com/discover-newsletters/i-hate-it-here-newsletter/   For even more exclusive insider content, don't forget to check out my YouTube page.    Follow Rodney:  LinkedIn: https://www.linkedin.com/in/rodneyeevans/ Website: https://www.theready.com      Follow Hebba:  YouTube: https://www.youtube.com/@ihateit-here/videos LinkedIn: https://linkedin.com/in/hebba-youssef Twitter: https://twitter.com/hebbamyoussef   15Five is the performance management platform that drives business results and gives HR teams a complete solution to deliver high employee performance, engagement, and retention while improving manager effectiveness.    Find out more about 15Five here.  

“Ask Us Anything” episodes are some of the most fun to make, so we knew we had to include one in our Future of HR miniseries. In the spirit of a well-meaning (but often toothless) HR feedback box, all the questions are anonymous. On today's episode, Rodney and Sam look at what arrived in our mailbag and try to solve listener questions. But did they beat the Brave New Work record of answering more than four questions in a single episode? You'll have to tune in to find out. Some of today's questions include: Will Mission-Based Teams make Platform Teams feel “less than”? How do I make HR my career without any formal training? How can we change our HR department's perception within our own company? How do I identify a toxic boss or workplace during interviews? Will Agile HR ever be a thing?!? Mentioned references: Liberty Belle, from Glow Tobias Fünke, from Arrested Development Ron Swanson, from Parks and Rec "Jets and the Sharks": Westside Story "Contracting episode" : FoHR Miniseries, Episode 3 Jason Beck, PhD, Partner at The Ready -------------- Learn more about The Future of HR at our website. Curious where your company sits on our 5-stage maturity model? Take our assessment and find out! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com. Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com. --------------- 00:00 Intro + Check-In: What is a favorite Halloween costume of yours from the past? 03:21 Question 1 - How do you get Finance and Strategy teams to collaborate in Level 4? 07:17 Question 2 - How does HR engage with higher FoHR levels without making Platform Teams feel “less than”? How do you plan budgets for this? 13:53 Question 3 - How can we change the current perception of HR within an organization? 16:22 Question 4 - How can I sell the value of creating more transparency and inviting more non-management team members to participate in this? 21:45 Question 5 - How do you get a leadership team to truly work together if their remits are very different? 26:43 Question 6 - We're having trouble identifying our shared work, often popping in and out of silos. Can you help us get unstuck? 30:53 Question 7 - How do you enable collaboration and drive accountability in a fast-paced matrix company? 33:47 Question 8 - We have a traditional HR team with defensive processes. How can we start to shift that into a service mindset? Will Agile HR ever be a thing? 37:55 Question 9 - I have lots of experience in operational leadership and company culture roles, but no formal training. What should I do if I want to make this my career? 41:39 Question 10 - I'm working in a toxic work environment with a bad manager and I didn't see this during my interview. What questions should I ask in future interviews to uncover this? 46:27 Wrap Up: Share this episode with your HR friends!

Spooky season is here, so it seems fitting to share a horror story. Because there's a monster draining time and energy from most of our organizations. This sneaky shapeshifter can take any form, show up at any time, and is one of the more destructive, chaotic forces we're forced to deal with at work. We're talking about the monster that is org debt—and HR has been trapped in a maze with it for decades. Worse still, the maze's towering walls and serpentine corridors come from outdated policies and processes HR largely built themselves. And it's historically been impossible for many leaders to find the time to clean up org debt—or even know where to look for it. In this miniseries, Brave New Work's Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can become more resilient, efficient, and equitable. Today on episode 10, they help you learn how to identify org debt, shine a light on its hiding places, measure what it's really costing us, and start eliminating it from your organization for good. Mentioned references: The Ready's video about Org Debt Marie Kondo Murmur Meg's episode about centralization/decentralization: FoHR Miniseries Ep. 3 Zapier "MBT" (Mission-based Team) "MVP" (Minimum Viable Product) Ali Randel, partner at The Ready Gary Hamel and Michele Zanini, authors of Humanocracy, where the org debt annual cost is attributed -------------- Learn more about The Future of HR at our website. Curious where your company sits on our 5-stage maturity model? Take our assessment and find out! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com. Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com. --------------- 00:00 Intro + Check-In: Do you remember the first CD you ever bought, and if so, what was it? 03:20 Intro to org debt 06:41 Why companies struggle getting rid of it 13:36 Clear examples of org debt in HR 20:10 Why org debt is such an issue now 25:51 Stopping the cycle of org debt and creating capacity 33:05 Nipping new org debt in the bud 35:14 Psychological behaviors behind types of org debt 41:43 Financial costs of org debt 42:45 Wrap up: Leave us a review and share this episode with your HR friends!

Was it ever possible for our first AI episode to not be a two-parter? Probably not. So we're back today with more thoughts on AI and the Future of HR. In this miniseries, Brave New Work's Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can become more resilient, efficient, and equitable. Last week, they dove into the AI pool to begin filtering out the noise about how this coming wave will impact all of us. Today on episode 9, Rodney and Sam keep swimming around the deep end. Which reminds us: If you haven't yet listened to last week's episode, do that first for some important context (and jokes)! On Part 2, they discuss: How AI tools could help HR finally make progress on historically un-winnable battles What automation really means for most jobs and how we perceive our value and identity in the workplace Experiments you can run on your own if your company isn't already playing around with AI Mentioned references: "Meg's episode" (discussion actually takes place in Hebba's episode, starting at around 44:27) HR's new future of work skill episodes: Part 1, and Part 2 ChatGPT Midjourney -------------- Learn more about The Future of HR at our website. Curious where your company sits on our 5-stage maturity model? Take our assessment and find out! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com. Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com. --------------- 00:00 Intro + Check-In: You're going for a walk through the forest and see a big rock and flip it over. What are you hoping to find? 02:37 HR's historically unwinnable battles AI will help with 08:53 Facing fears over your job being automated 14:14 Being “busy” and “productive” as avoidance to doing real work 17:40 Experiments to run on your own, independent of your company 21:15 Wrap Up: Share this episode with your HR friends!

One midnight scroll through LinkedIn is all it takes to be overwhelmed with AI stories and hot takes. There's a massive amount of confusion, apprehension, excitement, and just general noisiness to make sense of, some which is created by AI tools themselves. But as more and more AI-powered solutions promising to revolutionize HR flood the market—and as more and more employees spiral with worry that the'll be automated out of their jobs—how are we supposed to get caught up on some AI basics? Let alone actually use these tools at work? In this miniseries, Brave New Work's Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can become more resilient, efficient, and equitable. Today on episode 8, they explore how AI will help the most advanced HR teams move from Level 4 to Level 5 of our maturity model—and how it can be a positive force for change if we're asking the right questions and trying to solve the right problems. In fact, Rodney and Sam had so much to digest, this episode became a two-parter. Today on Part 1, they dig into: How cultural takes on AI are already falling into old patterns Rodney and Sam's own personal AI journeys How to start small and begin your AI exploration in a Mission-Based Team The AI-powered upgrades that take HR from Level 4 to Level 5 of our maturity model Mentioned references: Oops! All Berries (the Cap'n Crunch cereal variant) "Betamax vs VHS" ChatGPT MidJourney Law of requisite variety ("Ashby's Law") MBTs (Mission-Based Teams) Early AI research into Go and Starcraft The DAO arc: BNW Eps. 105-107, 109-111, 113-115, and 124-125 -------------- Learn more about The Future of HR at our website. Curious where your company sits on our 5-stage maturity model? Take our assessment and find out! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com. Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com. --------------- 00:00 Introduction & Check-In: What is your favorite evidence that you have had a successful time off? 04:05 Level setting for the AI conversation 08:57 Rodney and Sam's personal AI adventures 14:16 Exploring AI in Mission-Based Teams 20:01 Knowledge barrier to begin experimenting is low 22:12 AI and counterintuitive moves 25:41 AI's role in the move from Level 4 to Level 5 30:59: Impact on human beings from atomized marketplace roles 32:40 AI in industrial-era org vs AI in evolutionary org 35:59 Wrap up: leave us a review and share with your HR friends

Stop us if you've heard this one before: A company hires a change agent (think anyone with “org effectiveness,” “change management,” or “strategy and efficiency” in their title) with promises of how they'll be the one to revolutionize the company's future. Several months later, the change agent realizes the company is fighting them at every turn. Despite all the talk, these roles often have minimal authority and autonomy, so those lofty dreams of change? They end up unfulfilled. But for HR departments heading toward Level 4, The Marketplace, of our maturity model, these roles need to step off the sidelines and into the game as Market Designers. In this reimagined role, they facilitate a dynamic network of talent and Mission-Based Teams that enables HR to get after its thorniest and most valuable business objectives. And this transformation isn't one-and-done: Newly empowered Market Designers continually change and evolve the company to meet new moments and challenges

The role of HR Business Partner is often a tale of two experiences. On the one hand, HRBPs are some of the most empathetic and passionate people you'll ever meet. On the other hand, they're stuck on the hamster wheel of busywork, bouncing from crisis to crisis without the authority to prioritize their energy—and without the respect from leadership to make a real difference. Look up “burnout” in the dictionary and odds are you'll find a picture of an HRBP. In this miniseries, Brave New Work's Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can become more resilient, efficient, and equitable. Today on episode 5, they explore how this critical role took a hard left turn from it's intended purpose, what its future-of-work glow-up (hello, HR Business Coach) could look like, and how HR Business Coaches + Mission-Based Teaming = unlimited potential. References mentioned: Mister Rogers' Neighborhood Episode 1481 "Talks about Competition" (1981). "How People Make Crayons" begins at 05:20. American Gladiators Dave Ulrich, of the Ulrich HR model -------------- Learn more about The Future of HR at our website. Curious where your company sits on our 5-stage maturity model? Take our assessment and find out! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com. Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com.

In this miniseries, Brave New Work's Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can become more resilient, efficient, and equitable. Last week, Rodney and Sam teamed up with Future of HR team member Meg Saxby to explore our new maturity model, assessment, and the six key capabilities every HR department needs to learn, strengthen, and evolve to succeed in the future of work. Today, on episode 4, Rodney, Sam, and Meg finish that two-parter. Which reminds us: If you haven't yet listened to last week's episode, do that first for a 101 overview of our maturity model. This episode focuses on the capabilities needed to succeed in Levels 3-5 (and our secret bonus level): Facilitation and Future of Work Coaching Solution Design and Market Management Data Literacy and Automation --------------------------- Learn more about The Future of HR at our website Curious where your company sits on our 5-stage maturity model? Take our assessment and find out! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com. Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com.

"Where things fall apart is in the system design. It's in the how. It's not that the people are lazy. It's not that they're stupid, it's not that they're not trained well. It's not that the plan is flawed, –it's that we are working in complexity and there is no attention paid to how we are actually going to work differently." - Rodney EvansInnovation comes from boldness. Too often, companies and organizations seek out innovative solutions without building the groundwork to make those ideas possible. Building that groundwork starts with workplace structure and culture.Rodney Evans, co-host of Brave New Work, grew frustrated with corporate culture stifling success in the workplace, so she quit and started coaching businesses on how to do better.In this episode, she shares her story, and gives us her best tips on how to create a thriving and sustainable culture of innovation in any workplace.ContentsChapter 1 - Quitting (1:57)Chapter 2 - Symptoms and Solutions (10:38)Chapter 3 - Innovation and Adaptation (13:29)Chapter 4 - Overcoming Hesitancy to Experiment (21:01)Chapter 5 - Budgeting Innovation (22:26)Chapter 6 - Maintaining the Innovation Mindset (24:47)LinksHistoric AgencyBrave New Work PodcastThe ReadyRodney Evans on LinkedIn

After decades of dealing with stagnant practices, burnout, and competing agendas, HR might be tempted to trade in the old family minivan for a flashy new race car and just put the pedal to the metal. A car's a car…right? While we're big proponents of “start by starting”, without the skill, confidence, and ability to take tight turns or use the paddle shifters (you're still with us, right?), you'll run into problems. Building fluency and comfort with the fundamentals is how your HR team can level and go full speed ahead. In this miniseries, Brave New Work's Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can become more resilient, efficient, and equitable. Today, on episode 3, Rodney and Sam are joined by Future of HR team member Meg Saxby for part one of a two-part conversation. They dig into our new maturity model, our assessment, and the six key capabilities every HR department needs to learn, strengthen, and evolve to succeed in the future of work. Welcome to the Future of HR. This episode focuses on the three capabilities necessary for reaching Level 3: Adaptability and Experimentation Contracting and Communications User Design and Decentralization ----------------- Learn more about The Future of HR at our website Curious where your company sits on our 5-stage maturity model? Take our assessment and find out! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com. Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com.

One of the toughest work tasks? Convince someone else to back your idea. And if you're in HR, it's exceptionally tough to get buy-in from other functions. Maybe your coworkers think they know better because you just handle “people” stuff—and how hard is that? Maybe the CFO will only open the company chest for something with ROI they can track. Or maybe the CEO is hyper-concerned with legacy or the company's stock price and doesn't see the value in engaging with your employee engagement survey results. If you're wondering why so many HR change efforts fail before they even start, look no further than missing buy-in. In this miniseries, Brave New Work's Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can become more resilient, efficient, and equitable. Today, on episode 2, they discuss why it's so difficult for HR leaders to get widespread buy-in, how to make the case for change, and how to manage complex relationships with the CEO and CFO from the jump. Welcome to the Future of HR. ----------------- Learn more about The Future of HR at our website Curious where your company sits on our 5-stage maturity model? Take our assessment and find out! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com. Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com.

David Carrigan is the Group Director of Diversity, Inclusion and wellbeing at Sky. He has held previous leadership roles within the Citizens Advice Bureau (UK) and other high-profile public sector organisations across the UK as well as Director of Diversity and Belonging, International at Live Nation.In this conversation, David and Sope discuss topics such as:Luck, timing and feeding your curiosity Confidence and the fear that arises from stepping into uncomfortable situationsThe importance of being self-critical and making it a superpowerLow-hanging fruit can be deceptiveWorking in partnership with others, being humble and disagreeing wellContact Theory and how we can use this to reduce prejudiceShifting from activist to advocate The fatigue of the journey of fighting for equity and inclusionConnect with DavidLinkedin - https://www.linkedin.com/in/david-carrigan-bb9a6726/If you want to learn more about this podcast, and myself, Sope Agbelusi, you can do so using any of the links below.Connect with MeWebsite - http://www.mindsetshift.co.ukInstagram - https://www.instagram.com/sopeagbelusi/LinkedIn - https://www.linkedin.com/in/sopeagbelusi/Twitter - https://twitter.com/sopeagbelusiEmail: hello@mindsetshift.co.ukWatch the episodes on YouTube

It's no secret things haven't been working in HR for… a while. When you include the last few years of navigating a once-in-a-lifetime pandemic, dysfunctional hybrid work policies, rounds of layoffs, and unprecedented economic churn, it's easy to see HR has been pushed to a breaking point. Human Resources? They feel anything but human. Trapped between competing mandates to mitigate risk while also transforming office culture and the employee experience, it's no wonder HR can't steward the change it so desperately wants to. But what if there was a way out? In this new miniseries, Brave New Work's Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can actually become more resilient, efficient, and equitable. Today, on episode 1 of 13, Rodney and Sam talk about why HR's time to shine is right now, what HR leaders around the world are telling us, and preview the goodies to come on in future episodes. Welcome to the Future of HR. ----------------- Learn more about The Future of HR at our website Curious where your company sits on our 5-stage maturity model? Take our assessment and find out! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com. Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com.

David Carrigan is the Group Director of Diversity, Inclusion & Wellbeing at Sky. He has held previous leadership roles within the Citizens Advice Bureau (UK) and other high-profile public sector organisations across the UK as well as Director of Diversity and Belonging, International at Live Nation.In this conversation, David and Sope discuss topics such as:

Sometimes, Rodney and Aaron stop by other people's podcasts to nerd out on the hits we know and love: new ways of working, self-management, breaking down the binary between chaos and bureaucracy, the future of work—the list goes on and on. So today, we're actually bringing one of those awesome conversations right to your ears. Aaron recently joined Morra Aarons-Mele on her show, The Anxious Achiever, for an epic chat about mental health, the workplace, and disrupting the systems that can reward and reinforce unhealthy behavior. We hope you enjoy the exchange and we'll return with a fresh episode of Brave New Work soon. To tune in for more episodes of Morra's show, head to her website or search "The Anxious Achiever" wherever you get your podcasts. ------- This episode originally aired on October 26th, 2022 on The Anxious Achiever with Morra Aarons-Mele, presented by LinkedIn. Aaron Dignan is founder of The Ready - an organizational transformation and coaching practice. He focuses on how to prioritize adaptivity and autonomy over efficiency and control - which you can pretty quickly extrapolate into upsides for mental health of workers and leaders. He's also the author of the book Brave New Work - and cohost of the podcast of the same name.  Host Morra Aarons-Mele speaks with him about he helps organizations and individuals realize they need to change, and how he guides them through that transformation.  About The Anxious Achiever: Host Morra Aarons-Mele is on a mission to reframe how we think about anxiety and mental health in the workplace. Anxiety disorders are the most common mental illness in the U.S. We desperately need better models for leadership and a more holistic view of mental health. Our culture tells those of us who suffer from anxiety and depression that we can't succeed, but we tell a different story — without sugarcoating the tough stuff. We feature stories from people who've been there and experts who can help you thrive.

You didn't think we'd do our first-ever live show and let you miss the party, did you? That's right, we're coming in hot with a very special episode we recorded at SXSW on March 11th in partnership with our friends at Slack. Aaron and Rodney hit the Slack Studio Live stage with Brian Elliott (co-founder of Future Forum, an SVP at Slack, and a friend-of-the-pod) to talk about the future of work and break down several myths that keep holding us back. Plus, we kept Austin weird with one our strangest check-in rounds yet! We came prepared with our hottest takes (and not just because it was nearly 90 degrees) on these pervasive workplace myths: The person who's always busy is the person who's most productive. Compensation is the most important thing when choosing a new role. If you aren't at the top, there's nothing you can do to spark change at work. There's no place for feelings in the workplace. You can't build culture if you're not IRL at an office. Bonus Content Alert! You might hear this episode and wonder…was this really recorded outside in front of a live audience?! It was (BNW tips its hat to Taylor Marvin weekly with good reason) and we have the goods to back it up. Head to our YouTube channel for the unedited version that features our faces and cheering crowds for the real-deal Brave New Work live experience. Special thanks to Sparks for recording us live! Our book is available now at bravenewwork.com We want to hear from you. Send your thoughts and feedback to podcast@theready.com Looking for some help with your own transformation? Visit theready.com

Rebroadcast Note: Some things never go out of style, which is why we resurface this foundational episode year after year. Plus, our BNW community has grown by a few thousand new listeners since it last aired! If you've already heard this episode, check out our back catalog, leave us a review, or email the podcast to let us know what topics you'd like us to cover this year. If this is the first you're hearing of “Brave New Work 101,” happy listening. [This episode originally aired on September 14, 2021.] Today's episode is a foundational survey class; we're mapping the territory of the work we do, why we do it, what we're all about—and why we'd love to talk to your boss. Whether you're a systems design nerd like us or a newcomer who knows in their bones that work sucks but doesn't have to, we've got answers to your big questions—about implementing self-management at your own organization; about assuaging fears of team effectiveness or brittleness; about leader's becoming more power-literate and less ego-filled; and a whole lot more. So…how does this apply to you? We'll put it this way: If you're involved in a complex system with more than two human beings (spoiler alert: you are!), you're already doing this work—and we're here to help make it awesome. Our book is available now at bravenewwork.com We want to hear from you. Send your thoughts and feedback to podcast@theready.com Looking for some help with your own transformation? Visit theready.com

We've probably talked about the classic, old-school, hierarchical org chart hundreds of times on the show. Not because we love it (longtime Brave New Work-ers know it's not really our jam), but rather because it's one of the most recognizable organizational structures out there. Despite its everywhere-ness, the boxes-and-line org chart isn't exactly an adaptive way to design an organization. So what's an alternative? Rodney and Aaron head to Hollywood (metaphorically) to explore a different structural model: the talent marketplace. Where org charts break, talent marketplaces bend—offering greater flexibility and resilience. In Part 1 of this two-parter, Aaron and Rodney dig into the many benefits of talent marketplaces, the sticky problems they help solve, and what can trip up companies when they first move toward this model. Our book is available now at bravenewwork.com We want to hear from you. Send your thoughts and feedback to podcast@theready.com Looking for some help with your own transformation? Visit theready.com

Introduction to career cushioning and the benefits of having a plan BWelcome to foHRsight – a podcast about making work better brought to you by future foHRward.Another buzz phrase makes its way in to the work vernacular – career cushioning! We saw this one popping up in a few articles so thought it would be a good one to delve in to.Essentially it means having a plan B to help keep yourself employable in a turbulent employment market. Of course that has implications for companies who are working hard to hold on to their top talent … but as we conclude it seems a sensible strategy for individuals to take!Link to one of the original articles here!You'll also hear us provide us debate our respective POV on the most common term of 2022 – quiet quitting!Here is a link to the podcast Brave New Work that Mark references in his feelgood - https://www.bravenewwork.com/podcast. Well worth the listen!Quick reminderDon't forget to sign up for our weekly newsletter foHRsight at www.futurefoHRward.com/foHRsight.Follow us on LinkedIn:Mark - www.linkedin.com/in/markedgarhr/Naomi - www.linkedin.com/in/naomititlemancolla/future foHRward - www.linkedin.com/company/future-fohrward/And on Instagram - www.instagram.com/futurefohrward/foHRsight+ is a private digitally-powered community for forward thinking senior HR leaders committed to making work better. Sign up here to join us at our virtual Open House on March 7th and here to express interest in the next cohort!Support the show

What if you could change the way your company operates, even if you're not the CEO? Aaron Dignan believes it's possible, and in this episode he's offering a wealth of insights into how organizations are run, the perils of stagnant bureaucracy, and all the various hurdles keeping us from doing our best work. As the founder of The Ready - a global organizational transformation and coaching practice - Dignan helps companies large and small adopt new forms of self-organization and dynamic teaming. He's worked with clients such as American Express, Microsoft, Citibank, Hyatt, Johnson & Johnson, Airbnb, and Sweetgreen. He's also an active angel investor who helps build partnerships between the startups and end-ups he advises. Dignan is also the author of Brave New Work, co-host of the Brave New Work podcast and founder of Murmur.  -- Want even more? Members get early access, hand-edited transcripts, member-only episodes, and so much more. Learn more here: https://fs.blog/membership/ Every Sunday our Brain Food newsletter shares timeless insights and ideas that you can use at work and home. Add it to your inbox: https://fs.blog/newsletter/ Follow Shane on Twitter at: https://twitter.com/ShaneAParrish Our Sponsors: MetaLab: Helping the world's top companies design, build, and ship amazing products and services. https://www.metalab.com Aeropress: Press your perfect cup, every time. https://aeropress.com Athletic Greens: Comprehensive nutrition and gut health support in one simple scoop.

Happy new year! We're not really resolution-making types, but the incrementing of the annum is a good time to take a breath and think about some ways we might want to approach our work differently. On this episode, we took a pretty big swing at "culture" — sitting down with Aaron Dignan, founder of Murmur, author of Brave New Work (and host of the eponymous podcast) — to discuss some of the ways modern organizations are, well, broken! From there, to the analysts within those organizations, to frameworks and approaches for getting to a better way of working, it was a brain-stretching way to kick off 2023! For complete show notes, including links to items mentioned in this episode and a transcript of the show, visit the show page.

Want more book recommendations? Get the bookmark newsletter in your inbox. It's time for the wrap that's not quite as good as the Spotify wrap, but still one of my favourite bits of the year; looking back at the books I've spent my year reading. This year I read 52 books, 29% were ebooks, 42% were physical books, and 29% were audiobooks. I use the StoryGraph app to track my reading. Here's some of the books that get a mention... The Top 3 Imaginable by Jane McGonigal (Listen to the three big ideas here) Stolen Focus by Johann Hari (Listen to the three big ideas here) Brave New Work by Aaron Dignan (Listen to the three big ideas here) Honourable Mentions Big Feelings by Liz Fosslien and Mollie West Duffy (Listen to the three big ideas here) Creative Acts for Curious People by Stanford dSchool Good Pop, Bad Pop by Jarvis Cocker Will by Will Smith I Didn't do the Thing Today by Madeleine Dore (Listen to the three big ideas here) This Working Life by Lisa Leong & Monique Ross (Listen to the three big ideas here) What were your reading highlights this year? Let me know by connecting on Instagram or LinkedIn.  Support my book habit: https://www.buymeacoffee.com/stephsbookshelfSee omnystudio.com/listener for privacy information.

The podcast crew is taking a two-week holiday break for some R&R—but if you thought we'd say goodbye to 2022 without saying goodbye to y'all, you'd be wrong. That's why we made this bonus mini-episode (a.k.a. a mini-sode—and yes, it's a real thing). In our first-ever mini-sode, Aaron and Rodney check out of the year with an extra-special, two-part check-in round. So slip on your fuzziest socks, grab a wintery beverage of choice, and tune into some of our 2022 reflections, highlights, and musings. We'll be back next week—next year!—with another mini-sode. Happy holidays, everyone. Bonus check-in questions: As the next year rolls around, what are you letting go of? What's the biggest surprise this year brought your way? What's a lesson from this year you want to carry into the next? Fill in the blank: “In 2023, I'm looking forward to more _______________ and less _______________.” What's the nicest gift you gave yourself this year? What's your Brave New Work highlight from 2022? What's something you got really good at this year? Our book is available now at bravenewwork.com We want to hear from you. Send your thoughts and feedback to podcast@theready.com Looking for some help with your own transformation? Visit theready.com

Aaron Dignan is the Founder of The Ready and Murmur, author of Brave New Work and a forthcoming book on agreements, co-host of Brave New Work podcast, friend to misfit toys everywhere.   For show notes and transcript visit: https://kk.org/cooltools/aaron-dignan-author-of-brave-new-work/   If you're enjoying the Cool Tools podcast, check out our paperback book Four Favorite Tools: Fantastic tools by 150 notable creators, available in both Color or B&W on Amazon: https://geni.us/fourfavoritetools    

“Power.” It's a loaded word that can conjure up feelings of negativity, fear, and general ickiness. And with good reason. If our default definition of power is all about authority and control, then the less of it, the better—right? But if we tilt our head a little and instead see power as the ability to move energy through a system, then it becomes a powerful (sorry, had to) ingredient in making big change. We invited former Ready member Larissa Conte—a coach, rites-of-passage guide, and founder of the consulting organization, Wayfinding—onto the show to help us navigate this collective head-tilt, unpack power's many different flavors, any explore why power literacy is a critical skill in the future of work. And as a special bonus to the Brave New Work community, Larissa is offering our listeners a discount for her “Power at Work” program. Simply head to wayfinding.io/power-at-work to learn more and apply code BNWFRIENDS at checkout to receive 20 percent off. Now, go get your power on. Our book is available now at bravenewwork.com We want to hear from you. Send your thoughts and feedback to podcast@theready.com Looking for some help with your own transformation? Visit theready.com

Sometimes, Rodney and Aaron stop by other people's podcasts to nerd out on the hits we know and love: new ways of working, self-management, breaking down the binary between chaos and bureaucracy, the future of work—the list goes on and on. So today, we're actually bringing one of those awesome conversations right to your ears. Rodney recently joined Jonathan Westover on his show, Human Capital Innovations, for an epic chat about adaptive organizational design and a whole lot more. We hope you enjoy the exchange and we'll return with a fresh episode of Brave New Work next Monday. To tune into more episodes of Jonathan's show, Human Capital Innovations, head to https://www.innovativehumancapital.com/podcast or wherever you get your podcasts. Our book is available now at bravenewwork.com We want to hear from you. Send your thoughts and feedback to podcast@theready.com Looking for some help with your own transformation? Visit theready.com

Erik is an executive advisor on transformation and the future of work, leadership, and collaboration, and the author of ‘Teal Dots in an Orange World.' We talk about how this 'new ways of working' movement is evolving, and in particular a positive trend that Erik calls 'fragmented organisations' that's happening because it's hard to scale self-managed or 'teal' practices and principles in a uniform way. Erik shares what he has observed, particularly in larger organisations, including challenges like interfacing with the outside world when you are a progressive organisation. Finally, we explore leadership and 'futures literacy' as an important skill. I love Erik's articulate and thoughtful style and I think this was a great sense-making conversation. Resources: Erik's book, ‘Teal Dots in an Orange World' The HBR article ‘Managing the whitespace' Bill Anderson talking about transformation at scale at Roche, on the Brave New Work podcast Related Leadermorphosis episodes: The episode with Peter Koenig about Source The episode with Tom Nixon about Source The books Erik mentioned: ‘Imaginable' by Jane McGonical ‘Transforming the Future: Anticipation in the 21st Century' by Riel Miller et al.

Welcome to our second annual roundup of book recommendations from guests on the Human Insight Podcast.  It is a good mix of books, covering creativity, money, innovation and product development. There is even a children's book recommendation, as well as one for a newsletter.  Brave New Work by Aaron Dignan Gerrard: My Autobiography by Steven Gerrard Nudge: The Final Edition by Richard H. Thaler Jonathan Livingston Seagull: The Complete Edition by Richard Bach Build: An Unorthodox Guide to Making Things Worth Making by Tony Fadell The Gruffalo in Scots by Julia Donaldson The Book of Joy: Lasting Happiness in a Changing World by Dalai Lama The Marginalian by Maria Popova Dare to Lead: Brave Work. Tough Conversations. Whole Hearts. by Brené Brown The Psychology of Money: Timeless lessons on wealth, greed, and happiness by Morgan Housel Birdgirl By Mya-Rose Craig End of Bias: A Beginning by Jessica Nordell Invisible Women: Data Bias in a World Designed for Men by Caroline Criado Perez How Democracies Die by Steven Levitsky Permanent Record by Edward Snowden The Mom Test: How to talk to customers & learn if your business is a good idea when everyone is lying to you by Rob Fitzpatrick Orbiting the Giant Hairball: A Corporate Fool's Guide to Surviving with Grace by Gordon MacKenzie The Intelligent Investor: The Definitive Book on Value Investing by Benjamin Graham Lean Enterprise: How High Performance Organizations Innovate at Scale by Jez Humble Nonviolent Communication: A Language of Life: Life-Changing Tools for Healthy Relationships by Marshall Rosenberg And don't forget, our own User Tested and The Digital Experience Company.

Welcome to our second annual roundup of book recommendations from guests on the Human Insight Podcast. It is a good mix of books, covering creativity, money, innovation and product development. There is even a children's book recommendation, as well as one for a newsletter. And don't forget, our own Janelle Estes and Andy MacMillan also wrote User Tested, which was published earlier this year. Brave New Work by Aaron DignanGerrard: My Autobiography by Steven GerrardNudge: The Final Edition by Richard H. ThalerJonathan Livingston Seagull: The Complete Edition by Richard BachBuild: An Unorthodox Guide to Making Things Worth Making by Tony FadellThe Gruffalo in Scots by Julia DonaldsonThe Book of Joy: Lasting Happiness in a Changing World by Dalai LamaThe Marginalian by Maria PopovaDare to Lead: Brave Work. Tough Conversations. Whole Hearts. by Brené BrownThe Psychology of Money: Timeless lessons on wealth, greed, and happiness by Morgan HouselBirdgirl By Mya-Rose CraigEnd of Bias: A Beginning by Jessica NordellInvisible Women: Data Bias in a World Designed for Men by Caroline Criado PerezHow Democracies Die by Steven LevitskyPermanent Record by Edward SnowdenThe Mom Test: How to talk to customers & learn if your business is a good idea when everyone is lying to you by Rob FitzpatrickFollow us on LinkedIn or Twitter Co-host Janelle Estes | @janelle_estes Co-host Andy MacMillan | @apmacmillan Producer Nathan Isaacs | @isaacsnd UserTesting | @usertesting Have an episode suggestion or guest recommendation? Share on social with the tag #HumanInsights Get a free video of a real person reviewing your website

Spoiler alert: Your organization already has a Digital HQ. Because whether you're back in an office Monday through Friday or working remotely in your fluffiest slippers, every team now operates with a mesh of digital tools and systems that constitute where real work gets done day in and day out. But how can you help your already-existent Digital HQ unlock greater team flexibility, collaboration, and productivity? Cue insights from Ali Rayl, Slack's SVP of product management. As part of Slack's sponsorship of Brave New Work, we asked Ali to tell us all about the Digital HQ: what it is, how it can incentivize more human ways of working, and how you can start intentionally building a digital-first workplace today. Visit slack.com/dhq to learn more.And if this week's convo sparks a big question of your own, we're all ears! Please send it to podcast@theready.com with the subject line “Q about Digital HQs” for a chance to have your query answered in a future episode. Our book is available now at bravenewwork.com We want to hear from you. Send your thoughts and feedback to podcast@theready.com Looking for some help with your own transformation? Visit theready.com

Aaron Dignan is founder of The Ready - an organizational transformation and coaching practice. He focuses on how to prioritize adaptivity and autonomy over efficiency and control - which you can pretty quickly extrapolate into upsides for mental health of workers and leaders. He's also the author of the book Brave New Work - and cohost of the podcast of the same name.  Host Morra Aarons Mele speaks with him about he helps organizations and individuals realize they need to change, and how he guides them through that transformation.  Learn more about Aaron Dignan here: http://www.aarondignan.com/

Sometimes, Rodney and Aaron stop by other people's podcasts to nerd out on the hits we know and love: new ways of working, self-management, breaking down the binary between chaos and bureaucracy, the future of work—the list goes on and on. So today, we're actually bringing one of those awesome conversations right to your ears. Rodney recently joined Jonathan Westover on his show, Human Capital Innovations, for an epic chat about adaptive organizational design and a whole lot more. We hope you enjoy the exchange and we'll return with a fresh episode of Brave New Work next Monday. To tune into more episodes of Jonathan's show, Human Capital Innovations, head to https://www.innovativehumancapital.com/podcast or wherever you get your podcasts. Our book is available now at bravenewwork.com We want to hear from you. Send your thoughts and feedback to podcast@theready.com Looking for some help with your own transformation? Visit theready.com

What a fitting guest to have for our 100th episode!  Aaron Dignan joins us in the TBC studios for a glimpse into his extraordinary perspective on not only the world of work but HOW we work and what he and the team at The Ready are doing to reinvent the WAY we work.  From his best-selling book to his software platform Murmur, Aaron offers up the kind of transformation organizations need right now.Click HERE for The Ready's websiteClick HERE to learn more about MurmurClick HERE for Aaron's LinkedIn pageClick HERE to get a copy of Brave New WorkClick HERE to listen to the Brave New Work podcastHave a BOSSHOLE STORY of your own?  Click HERE to inquire about being on the podcast!HERE ARE MORE RESOURCES FROM REAL GOOD VENTURES:Never miss a good opportunity to learn from a bad boss...Click HERE to get your very own Reference Profile.  We use The Predictive Index as our analytics platform so you know it's validated and reliable.  Your Reference Profile informs you of your needs, behaviors, and the nuances of what we call your Behavioral DNA.  It also explains your work style, your strengths, and even the common traps in which you may find yourself.  It's a great tool to share with friends, family, and co-workers.Follow us on Twitter HERE and make sure to share with your network!Provide your feedback HERE, please!  We love to hear from our listeners and welcome your thoughts and ideas about how to improve the podcast and even suggest topics and ideas for future episodes.Visit us at www.realgoodventures.com.  We are a Talent Optimization consultancy specializing in people and business execution analytics.  Real Good Ventures was founded by Sara Best and John Broer who are both Certified Talent Optimization Consultants with over 50 years of combined consulting and organizational performance experience.  Sara is also certified in EQi 2.0.  RGV is also a Certified Partner of Line-of-Sight, a powerful organizational health and execution platform.  RGV is known for its work in leadership development, executive coaching, and what we call organizational rebuild where we bring all our tools together to diagnose an organization's present state and how to grow toward a stronger future state.

When overseeing a startup, a CEO needs a well-functioning organizational design. This helps evaluate the performance of the team, make sure functions are coordinating and executing efficiently, and communicate and set objectives. In this conversation, bestselling author of Brave New Work, Aaron Dignan, talks with Levels CEO, Sam Corcos. Look for multiple new shows per week on A Whole New Level, where we have in-depth conversations about metabolic health and how the Levels startup team builds a wellness movement from the ground up in the health and wellness tech industry.

[This episode originally aired in September 2021.] Today's episode is a foundational survey class; we're mapping the territory of the work we do, why we do it, what we're all about—and why we'd love to talk to your boss. Whether you're a systems design nerd like us or a newcomer who knows in their bones that work sucks but doesn't have to, we've got answers to your big questions—about implementing self-management at your own organization; about assuaging fears of team effectiveness or brittleness; about leader's becoming more power-literate and less ego-filled; and a whole lot more. So…how does this apply to you? We'll put it this way: If you're involved in a complex system with more than two human beings (spoiler alert: you are!), you're already doing this work—and we're here to help make it awesome. Our book is available now at bravenewwork.com We want to hear from you. Send your thoughts and feedback to podcast@theready.com Looking for some help with your own transformation? Visit theready.com

In part one of a very special two-part episode from Brave New Work, Rodney and Aaron talk about…themselves. Specifically, their partnership and why they decided to start working with a coach. Together, they dig into: The tensions, dynamics, and patterns that prompted them to seek outside help How they picked a coach and the skills and capabilities they wanted to level up on Why org designing their way through conflict wasn't working Why self-work is a critical part of self-management What's scared them, surprised them, and pushed them after a few months of coaching Our book is available now at bravenewwork.com We want to hear from you. Send your thoughts and feedback to podcast@theready.com Looking for some help with your own transformation? Visit theready.com

This is the tenth episode in a crossover mini-series between Brave New Work cohosts Rodney Evans and Aaron Dignan and Chase Chapman, builder of DAOs and host of the On the Other Side podcast. Each episode dives into a specific topic related to organizational design for Web3. Today, they talk about hiring strategies that aren't reliant on hoarding power, striking a balance between org-wide participation and circle-run process, and filtering for skills rather than experience to bake more equity into hiring.

This is the eleventh episode in a crossover mini-series between Brave New Work cohosts Rodney Evans and Aaron Dignan and Chase Chapman, builder of DAOs and host of the On the Other Side podcast. Each episode dives into a specific topic related to organizational design for Web3. Today, they talk about the strategic benefits of operating with greater role clarity, when codifying roles makes the most sense, and the teachable set of skills that help anyone with any role thrive in self-management.

We've all seen the increasing dissatisfaction in the workforce and the “great resignation” take its toll. Today teams have to be constantly assessing the collective “agreements” made about how work gets done or people will check out. Aaron Dignan - founder of The Ready and author of Brave New Work - is back on the show. In this episode, Aaron & George discuss how teams create consensus and clarity around their norms and policies and Murmur's newest digital tool that is facilitating this sociocratic work. 

Why can it feel tough to get people hype about self-management and the Brave New Work-ness of it all? How can we build buzz and momentum around new ways of working to get folks excited about playing and committing to an entirely different game? How can we meaningfully communicate these ideas to overcome the fatigue and fear that often accompanies big change? In this episode, we talk about the difficulty of introducing new mental models to those still swimming in the status quo and why it's important for orgs to align and agree on the problems that need solving before leaping to solutions. Apply to work at The Ready: In the United States: http://theready.com/team In Europe: http://theready.com/team Our book is available now at bravenewwork.com We want to hear from you. Send your thoughts and feedback to podcast@theready.com Looking for some help with your own transformation? Visit theready.com